Titanian Octologues are a powerful new way to maximize your creativity and enhance your life by
organizing and operating cooperative voluntary associations for any ethical purpose. A core Octologue groups starts with 8±1 members with men and women in equal numbers (±1), and contracts with other Octologues. Octologue core values include Creativity, Love, Awareness, Objective Truth, Personal Evolution, and their logical equivalents. Octologues are non-hierarchic and non-bureaucratic, encourage and use all available feedback, and are constrained to make only unanimous decisions. Octologues are ideally suited for business, government, or any organization seeking an ethical, "bottom up" structure.

Octologue Webinar, Saturday, April 19th, 2014, 1-3
p.m.

Please join us this Saturday for a Webinar training session on the Titanian
Octologue. This will be the phase 1 training on the "Titanian
Octologue" led by Robert Podolsky via video conferencing. Fairfield residents
may attend in person at Overland Sheepskin, third floor.

Cost is $37, which includes the "Flourish" e-book.
(No charge for those who have already completed the initial training.)

Free Consensus Workshop, Sat., April 19th, 2014,
11-12:30

This workshop is open to Fairfield area residents who have already taken the Octologue training. Location: Overland Sheepskin, Highway 34 in Fairfield, Iowa.
This will be led by Kevin Innes (donations welcome)

Bob Podolsky worked with John David Garcia to create highly ethical
and creative organizations in groups of 8 known as the Octologue. More
than 30 years ago Bob started asking himself what would be required for
humanity to THRIVE and FLOURISH? Bob Podolsky is a physicist, systems
analyst, master psychotherapist, visionary and author of seven books
on ethics law and government. Bob brings a SOLUTION based strategy for
self-governance AND self awareness. Titania – the Open Source Ethical Society

"The Titanian Octologue offers a new 'bottom up' model for organizing
people that is highly ethical and values feedback. It also eliminates hierarchy
and bureacracy. Applied in business, this model results in much higher
employee satisfaction and greater profits. Applied in government this model
will result in highly ethical actions and will produce a more peaceful
and environmentally friendly world."

Purpose: The purpose of this experiential workshop
is to teach you (and others like you) a powerful new way to maximize your
creativity and enhance your life by organizing and operating cooperative
voluntary associations for any ethical purpose. Such associations are based
on 20 years of scientific research and are:

Completely voluntary and Coercion-free,

Non-hierarchic – all members having an equal "say" in group decisions,

Non-bureaucratic – encouraging and utilizing all available feedback,

Constrained to make only unanimous decisions – thus avoiding the
pitfalls of majority rule,

Highly unlikely to make unethical decisions – as almost all institutions
are prone to do today,

Easily suited to the formation of businesses, schools, churches, service
organizations, unions, charities, clubs,
financial institutions, and other ethical pursuits,

Fun places to acquire trustworthy friends and work together harmoniously.

Structure: Titanian groups typically start
with 8±1 members with men and women in equal numbers (±1).
Such groups are called Octologues. As such a group needs more participants,
a second Octologue is formed and a contract established with the first. A
group of Octologues that work together in this way is called a HoloMat. There
is no limit to the size of a HoloMat.
– so very large projects become possible using this methodology.

Octologue-based methods of amplifying and synchronizing the creativity
of Octologue members,

Discussion of Octologue recruitment,

Contract considerations in the formation of HoloMats,

Opportunities for further study and leadership development.

Presenter:Bob
Podolsky, the principal presenter, spent 10 years as a professional
physicist / systems analyst in industry and government. He then got retrained
and was a psychotherapist in private practice for 25 years. He then participated
in John David Garcia's creativity enhancement research from1984 to 2001,
and has written 7 books and numerous articles about ethics, creativity,
and self-governance.

Buckminster Fuller: "You never change things by fighting the existing
reality. To change something, build a new model that makes the existing
model obsolete."

Friends:

Many people have asked me to provide more background on the models
I discuss to validate the Titania concept of non-coercive, non-bureaucratic,
small group based organizations. I recently spoke at the Libertopia
convention in San Diego where Foster Gamble (Thrive producer), Bob Podolsky
(creator of the Titania project) and I gave a panel presentation promoting
this concept.

Here is a link to my preface to Podolsky's book, "Flourish" which
describes the mechanics of creating the model which, I believe, Fuller
envisioned when he made the statement above.

The books I recommend are "Birth of the Chaordic Age" by
Dee Hock and both "Maverick" and "Seven Day Weekend" by Ricardo Semler. Googling Hock and Visa brings
up some good articles about Hock's philosophy. I found some good articles
and interviews on Gore and Semco by googling, some of which I have
included below.

I think that the answer to how we transition from coercive structures
to non-coercive models that Foster Gamble discusses in "Thrive" is
fairly straightforward. The more quickly we all start to operate
according to the Principles laid out in "Flourish" by
Bob Podolski, the quicker the transition will take place.

The more we understand how successful these past (and present)
corporate and governmental bottom up models were the more incentive
we will have to create octologues and adopt the Titania bill of
ethics in our lives. The success we will achieve in all of our
activities will attract others until we reach a tipping point. When
that happens the non-coercive structures will fall away as people
simply stop participating in them.

Thanks

Clyde

If you have not read "Flourish" yet by Bob Podolski
I would recommend obtaining a copy right away. All of this other
material will have more significance once you have a more complete
understanding of the Titania project. You can order the book here:

Podolski's mentor was John David Garcia and his book "Creative
Transformation" is where you can read more about the fascinating
background on Octologues, ethics,value of female/male balance, etc.
This is the source book for much of what the Titania project is
about. The book is on line:

"Semco is bucking not only the traditional business model, we’re
resisting a code of behavior at the very core of Western culture. No
wonder our ideals are hard for outsiders and other companies to
embrace." Ricardo Semler

A Team-Based, Flat Lattice Organization

How we work at Gore sets us apart. Since Bill Gore founded the
company in 1958, Gore has been a team-based, flat lattice organization
that fosters personal initiative. There are no traditional organizational
charts, no chains of command, nor predetermined channels of communication.

Instead, we communicate directly with each other and are accountable
to fellow members of our multi-disciplined teams. We encourage
hands-on innovation, involving those closest to a project in decision
making. Teams organize around opportunities and leaders emerge.
This unique kind of corporate structure has proven to be a significant
contributor to associate satisfaction and retention.

We work hard at maximizing individual potential, maintaining
an emphasis on product integrity, and cultivating an environment
where creativity can flourish. A fundamental belief in our people
and their abilities continues to be the key to our success.

How does all this happen? Associates (not employees) are hired
for general work areas. With the guidance of their sponsors (not
bosses) and a growing understanding of opportunities and team
objectives, associates commit to projects that match their skills.
All of this takes place in an environment that combines freedom
with cooperation and autonomy with synergy.

Everyone can earn the credibility to define and drive projects.
Sponsors help associates chart a course in the organization that
will offer personal fulfillment while maximizing their contribution
to the enterprise. Leaders may be appointed, but are defined by
'followership.' More often, leaders emerge naturally by demonstrating
special knowledge, skill, or experience that advances a business
objective.

Freedom to encourage, help, and allow other associates
to grow in knowledge, skill, and scope of responsibility

The ability to make one's own commitments and keep them

Consultation with other associates before undertaking actions
that could impact the reputation of the company

To learn more about the Gore culture and working at Gore, visit
the Careers section
of Gore's website.

What makes Gore so
great?

To encourage innovation at
the maker of Gore-Tex fabrics,
Elixir guitar strings, and Glide
dental floss, there are no bosses,
job titles, or organization
charts, just sponsors, team
members, and leaders.